HR Administration
Payroll closes Thursday. Who checked the changes?
Operationary runs the recurring side of HR for companies of roughly 10–50 people: payroll inputs, benefits, onboarding, offboarding, records and leave. On a calendar, against a checklist, with a name on every step.
Changes due before cutoffThis cycle
"She starts Monday. Is her paperwork in?"
Hire"We agreed his raise in the 1:1. Is it in this run?"
Pay"Friday is her last day. What does final pay look like?"
Exit"I moved. Do I need to update anything?"
State"My enrollment window closes tomorrow."
Benefits"My leave starts in two weeks. Who do I tell?"
Leave
Six changes. One cutoff. Nobody assigned to collect them.
- If you're the founder
- You're still approving pay changes in chat threads and answering benefits questions at night.
- If you run operations
- HR admin landed on your desk next to everything else. It gets done, but only because you remember.
- Usually
- 10–50 employees on a payroll provider or PEO, with no dedicated HR administrator.
Recognition
You may be here because…
Six things that show up when recurring HR work has no owner. None of them are hard. All of them have deadlines.
-
LayerPayroll inputs
A raise was approved in a meeting and never reached payroll.
UnderneathThere is no single intake for pay changes, so approvals live wherever they happened.
-
LayerOnboarding
A new hire spent their first morning waiting for a laptop and a login.
UnderneathOnboarding is a memory, not a checklist with owners and dates.
-
LayerBenefits administration
Someone was enrolled in benefits late, or not at all.
UnderneathEligibility dates are tracked in someone's head.
-
LayerOffboarding
An employee's final paycheck was a scramble.
UnderneathExits happen a few times a year, so nobody remembers the steps.
-
LayerEmployee records + HRIS
The HRIS says one thing. Payroll says another.
UnderneathRecords get updated in one system and not the other.
-
LayerLeave administration
The office manager became the HR department by default.
UnderneathThe work got done. Nobody decided it was their job.
If three of these sound familiar, you don't need an HR strategy. You need the recurring work to run without someone remembering it.
Sound familiar?
Click one. See what it becomes.
We also handle offboarding quietly, so exits go the same way every time, whether it's the first this year or the fifth.
How it works
We take it. We fix it. We run it.
Tell us what keeps slipping. You don't have to hand everything over at once.
We clean up what's behind and get it on a simple calendar.
Every cycle, every time. You hear from us when something needs you, and not otherwise.
Nothing here needs a strategy. It needs a calendar, a checklist and an owner.
What it looks like
See it in action.
We run payroll today for a growing services firm, on time, every cycle, without anyone there checking it themselves. Try checking a few off.
Onboarding checklist
Termination flow
Every month, we check payroll, benefits and employee records against each other, so nothing quietly drifts out of sync.
It's Wednesday night, for a 9-person firm.
The founder reviews every payroll change herself, every Wednesday night.
Payroll's clean. Sam's raise was missing, so we added it. You're all set.
Nothing for her to approve.
He had a folder titled "stuff I don't want to deal with," sent it to us in the physical mail, and we handled everything for him.
Conrad, on hiring Operationary
Billed against your Fractional HR retainer. No separate contract, no surprise invoice.
Start with the situation
You don't need to hand everything over at once. Start with the cycle that keeps slipping.
Tell us what runs today, who runs it and what went wrong last time. We'll tell you what we'd take on first.